[在倦怠后成功返回工作的支持:管理人员的看法和做法]
Sandrine Croity-Belz1, Sandrine Corte1, Isabelle Faurie1
1Université Toulouse - Jean Jaurès, Toulouse, France.
Sante mentale au Quebec
|November 26, 2025
概括
管理者 管理者 管理者
科学领域:
- 职业健康 职业健康 职业健康
- 组织心理学 组织心理学
- 人力资源管理 人力资源管理
背景情况:
- 有限的研究存在于经理对员工在倦怠后返回工作的支持.
- 倦怠严重影响员工返回工作 (RTW),需要特定的管理策略.
- 了解管理者对倦怠的看法对于有效的RTW支持至关重要.
研究的目的:
- 为了探索管理人员对从倦怠中恢复过来的员工使用的回归工作 (RTW) 支持实践的范围.
- 调查管理人员对倦怠的看法如何影响他们提供的支持.
- 确定有效的策略来支持员工在倦怠后返回工作期间.
主要方法:
- 与13名经理进行了半结构化采访,这些经理支持员工在倦怠 (缺席时间超过1个月) 后返回.
- 探讨了管理人员目前的RTW支持实践和他们对倦怠的理解.
- 分析了定性数据,以确定支持策略和倦怠感知的模式.
主要成果:
- 确定了四种类型的RTW支持:最小的,集体的和渐进的支持.
- 证实了管理人员的倦怠感知与支持的类型,数量和有效性之间的关系.
- 管理层对倦怠的看法对员工的RTW过程产生了重大影响.
结论:
- 管理人员需要专门培训燃烧,其原因,后果和在RTW期间的情绪管理.
- 制度化集体RTW支持系统对于减少耻辱和促进包容至关重要.
- 有效的经理培训和系统性支持是成功员工在倦怠后的RTW的关键.
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